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All Journal Jurnal Studi Manajemen Organisasi Diponegoro Journal of Management Optimum : Jurnal Ekonomi dan Pembangunan JBTI : Jurnal Bisnis : Teori dan Implementasi JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen DIJB (Diponegoro International Journal of Business) Jurnal Ilmiah Manajemen Kesatuan Research Horizon Jurnal Penelitian Pendidikan Indonesia Arthatama: Journal of Business Management and Accounting
Ratnawati, Intan
Departemen Manajemen Fakultas Ekonomika Dan Bisnis, Universitas Diponegoro
Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Law, Crime, Criminology & Criminal Justice Social Sciences Other

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The Role of Empowering Leadership in Facing the Era of the Digital Industrial Revolution: Literature Review Widyo, Dandri; Indrajaya, Muhammad Galih; Ratnawati, Intan
Research Horizon Vol. 4 No. 6 (2024): Research Horizon - December 2024 (Thematic Issue)
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.4.6.2024.430

Abstract

This research aims to explore the role of empowering leadership in facing the era of digital revolution/industry 4.0. The problem raised is the low performance of employees in several organizations caused by a lack of autonomy, trust, and support from leaders in the era of the digital revolution. The dynamic increase in the application of Industry 4.0 technology makes the orientation of organizations towards dehumanization result in a lot of employee concerns on technology which can lead to a loss of view of the centrality of human resources, because organizationrequires employees who are adaptive in the influence of employee motivation and work engagement. To overcome this, this study examines how empowering leadership can increase the behavior of extra employee roles which leads to improved performance in the era of the industrial revolution. The method used in this study is literature review. Research findings show that empowering leadership significantly improves employee performance. Employees who are given more autonomy and support by leaders can show proactive behavior that ultimately increases productivity and quality of work. The contribution of this study is to provide empirical evidence that leadership empowerment can be an effective strategy in improving employee performance in organizations. These findings are relevant for leaders who want to create a more collaborative and productive work environment in the era of the digital/Industry 4.0 revolution.
Analysis of Pro-Environmental Behavior in College Students: A Literature Review Nur Rohmah, Imawati; Salsabila, Zaahirotus; Andriyani, Andriyani; Wati, Intan Ratna
Research Horizon Vol. 4 No. 6 (2024): Research Horizon - December 2024 (Thematic Issue)
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.4.6.2024.435

Abstract

The Sustainable Development Goals (SDGs) serve as a global framework designed to address pressing social, economic, and environmental challenges, aiming to promote sustainable development and equitable progress worldwide. Higher education plays a critical role in advancing the implementation of these sustainable development goals and exploring how strategies based on Value-Belief-Norm (VBN) theory can influence pro-environmental behaviors among students. This study also seeks to emphasize the importance of higher education in facilitating the transition of values and beliefs in younger generations toward more environmentally responsible behaviors. It aims to empower younger generations to better understand their role in environmental preservation. These strategies could provide an effective approach to empowering higher education in supporting sustainability. This study adopts a literature review method, referring to previous research and current phenomena to analyze the role of VBN theory in promoting sustainability within higher education. Findings indicate that the VBN theory can enhance sustainable behavior among students, leading to improved sustainability performance in higher education. Furthermore, this study contributes to the development of VBN theory by exploring the influence of personality traits on students’ sustainable behaviors. It also offers essential insights into how higher education institutions can develop more effective communication strategies and policies to foster a sustainable environment. These insights are expected to inform the design of strategies that not only enhance student behavior but also help higher education institutions achieve sustainability goals aligned with global SDG initiatives.
Enhancing Local Economies through Community-Based Tourism: Preserving Cultural Distinctions Hastiani, Rr. Kamila; Karamina, Batrisyia; Andriyani , Andriyani; Wati, Intan Ratna
Research Horizon Vol. 4 No. 6 (2024): Research Horizon - December 2024 (Thematic Issue)
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.4.6.2024.437

Abstract

Community-Based Tourism (CBT) is one of the sustainable strategies that can strengthen local economies through the promotion of localities' distinctive cultural assets. However, a lack of resources and awareness causes many communities to struggle with effectively using their cultural riches. This study explores how CBT can utilize cultural distinctiveness to improve the local economy. Data were gathered through a literature review on community-based tourism, which includes various types of literature on the topic. This study examines how collaboration between government, cultural preservation, and local involvement might help establish sustainable tourism practices. The findings indicate that localities that incorporate their own distinctive cultural legacy into tourist attractions not only attract a greater number of tourists but also offer up additional sources of revenue, particularly for small businesses and craftsmen. Sustainability also depends on collaboration with other parties and proactive engagement in the community. By providing helpful insights into how cultural distinctiveness might promote economic growth through tourism while maintaining cultural preservation, this study offers suggestions for policy to improve the implementation of CBT.
How Islamic work-life balance mediates work-family conflict and enhances employee performance in religious-based workplaces Wati, Intan Ratna; Fatimah, Anna; Almadana, Aulia Vidya; Winata, Lanita
JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen Vol. 22 No. 1 (2025): JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen
Publisher : University of Islam Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31106/jema.v22i1.23753

Abstract

Work-family conflict often makes employees feel stressed and tired, which can reduce their performance at work. However, there is still a lack of studies on how Islamic work-life balance can help employees handle this problem, especially in hospitals where religious values are very important. In fact, most existing research focuses on general work-life balance, with very few studies exploring it from an Islamic perspective. This study aims to examine whether Islamic work-life balance (IWB) can mediate the negative effect of work-family conflict (WFC) on employee performance (EP). Data were collected from Islamic hospital staff and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that WFC has a strong negative effect on EP, while IWB has a positive effect on EP and can also weaken the negative effect of WFC on EP. This means that when employees have better Islamic work-life balance, they can manage work and family demands more calmly and still perform well. The more employees feel supported by Islamic work-life balance, the more they can focus on their work and achieve higher performance, even when facing strong work-family conflicts. These findings show that IWB is not only important for personal well-being but also helps improve overall organizational outcomes in religious-based workplaces.
Improving Employee Performance through Green Human Resource Management Practices Intan Ratna Wati; Aulia Vidya Almadana
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol. 16 No. 1 (2025): April 2025
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/jbti.v16i1.26205

Abstract

This study investigates the impact of green human resource management (HRM) practices on employee performance within the state banking sector, emphasizing the mediating roles of transformational leadership, employee affective commitment, and readiness to change capability. A quantitative research design was employed, utilizing purposive sampling to select participants. Data were gathered through online and in-person questionnaires, with follow-up reminders increasing the response rate. A total of 500 questionnaires were distributed, yielding 390 responses, with 360 deemed valid and subsequently included in the analysis. Structural equation modeling (SEM) and multivariate analysis were used to test the hypotheses and examine relationships between variables. The findings confirmed that green HRM practices enhanced employee performance by fostering affective commitment and change readiness. Transformational leadership further strengthens this relationship by improving employees’ adaptability and engagement. This study’s novelty lies in integrating green HRM with transformational leadership and change readiness as key mechanisms for improving employee performance. However, its focus on affective commitment limits the generalizability of findings, as other forms of commitment remain unexplored. Additionally, combining private and state-owned bank respondents may obscure sector-specific insights. Future research should address these gaps by expanding the scope to different industries and assessing practical applications of green HRM strategies.
Human Resource Development in the Digital Era: A Transformation and Competence Adaptation Mukhtar, Shidqi; Shodoqin, Moh; Ratnawati, Intan
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 1 (2026): JIMKES Edisi January 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i1.4767

Abstract

Digital transformation has become a key catalyst in reshaping human resource management practices, requiring organizations to continuously adapt employee competencies in response to rapid technological change. This study aims to examine the relationships between digital transformation, competency adaptation, and human resource development in contemporary organizational settings. The research adopts a qualitative design using a systematic literature review approach, synthesizing evidence from 50 reputable peer-reviewed journal articles published between 2020 and 2025. The findings indicate that organizational agility, leadership, and technological readiness serve as major antecedents enabling effective digital adaptation in human resource development. The results further show that digital transformation contributes to improved employee competencies, stronger innovation capability, and more sustainable workforce performance. However, the review also identifies several challenges, including technostress, digital fatigue, and job insecurity, particularly when digital initiatives are implemented without sufficient human-centered strategies. Overall, the findings highlight that successful human resource development in the digital era depends on a balanced integration of technological advancement, human capabilities, and ethical digital governance. This study offers a theoretical contribution by proposing an integrated framework linking digital transformation, competency adaptation, and human resource development, while also providing practical insights for organizations in designing adaptive, inclusive, and sustainable digital transformation strategies.
Building a Sustainable Workforce through Work-Life Integration: Antecedents, Consequences, and Implications Jihan Abbada; Maulyta Wira Asti; Intan Ratna Wati
Arthatama: Journal of Business Management and Accounting Vol. 9 No. 1 (2025)
Publisher : LifeSciFi

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Abstract

This study presents a systematic review of the antecedents and consequences of Work-Life Integration (WLI) in the era of workplace flexibility and digitalization. WLI is a concept that describes how individuals harmonize work and personal life without rigid boundaries. Utilizing the PRISMA framework, a total of 27 articles were reviewed following screening and eligibility assessment stages. Thematic analysis revealed four categories of WLI antecedents: (1) organizational factors such as schedule flexibility, mentoring, and leave programs; (2) socio-demographic factors including generational differences and family structure; (3) individual factors such as resilience and emotional reflexivity; and (4) digital technology factors, which play a crucial role in supporting the implementation of WLI by enabling greater work flexibility and facilitating communication and collaboration regardless of time and location. The positive consequences of WLI include enhanced psychological well-being, job satisfaction and engagement, productivity, loyalty, as well as career advancement and equality. Conversely, without proper implementation and supportive management policies, WLI may pose several challenges in practice, such as technostress, role conflict, and social isolation. These findings show that WLI is an emerging approach in response to changes in the modern workplace, with its effectiveness influenced by the synergy between organizational policies, individual capabilities, and digital technology management.
The Impact Employer Branding on Employee Retention Gen Z: A Systematic Literature Review Muhammad Naufal Fakhruddin; Intan Ratnawati
Arthatama: Journal of Business Management and Accounting Vol. 9 No. 1 (2025)
Publisher : LifeSciFi

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Abstract

This study examines the relationship between employer branding and employee retention of Generation Z in Indonesia. As younger generations dominate the workforce, organizations face new challenges in attracting and retaining talent. Employer branding, which was originally part of the marketing function, has now evolved into a strategic component in human resource management that plays an important role in shaping employee perceptions, satisfaction and long-term commitment. This study uses the systematic literature review (SLR) method to analyze academic findings related to employer branding practices and their impact on employee behavior. Results show that employer branding elements such as authentic values communication, inclusive organizational culture, and career development opportunities have a significant influence on emotional attachment and retention, especially in Generation Z. In addition, this generation pays close attention to work-life balance, fairness, organizational ethics, and career growth opportunities in choosing a workplace. This study provides practical recommendations for organizations to strengthen employer branding strategies to retain young talent and promote sustainable organizational development.
Co-Authors Aji, Bagas Ananta Andriyani Andriyani , Andriyani Andriyani Andriyani Anton Christian Hutagaol Apriliani, Shita Devi Aulia Vidya Almadana Aulia Vidya Almadana Djati, Astrid Laksmita Fajar, Akhmad Fatimah, Anna Hastiani, Rr. Kamila Hutagaol, Anton Christian Ikhlas, Disa Insanul Ilham Wicaksono Indrajaya, Muhammad Galih Insyira Risma Medya Jihan Abbada Karamina, Batrisyia Lanita Winata, Lanita Maulyta Wira Asti Mesach Hendri Dwi Larviatmo Muhammad Naufal Fakhruddin Mukhtar, Shidqi Nur Rohmah, Imawati Putri, Meylisa Eka Rr. Retno Sugiharti Salsabila, Zaahirotus Shodoqin, Moh Widyo, Dandri